TRAINING &

DEVELOPMENT
UNIT 1

CONTENT UNIT 1
1. The Training Context :Nature and Scope of Training,
2. Training Challenges,
3. Forces Influencing Working and Learning,
4. Role of Training in Organizations,
5. Systematic Approach to Training,
6. Learning : Theories and Process
7. Strategic Training
8. Models of Training- Faculty, Customer, Matrix, Corporate University and
9. Business Embedded Model,
10.Snapshots of Training Practices: Training Facts and Figures, Training Investment
11.Leaders etc.
Case Study on Skills Enhancement Need.
Detailed Discussion on GE Training & Learning Programme.

TRAINING CONCEPT

Training assumes great significance for organizational productivity

& success

Core Competencies and expertise give the organization an edge

over their competitors

Training plays vital role in developing & strengthening these

competencies

Change of techonology demands upgradation of employees KSAs.

Jobs are becoming more independent which requires high

interpersonal & problem solving skills that can be acquired
through training

CONCEPT
Training is continuous & perennial activity
Training in the backdrop
Stone Age Basic Need
Metal Age
Use of metals
Monoarchial Era- Gurukul form of Residential
training

Management Thinkers-Frank,Gilberth
invented better method of doing things
which concretised the need of training.

CONCEPT
Only Change is permananet Alvin Tofler
Training helps in rapid individual & social
adjustment as demanded by change.
To facilitate employees to realise their
potential to the maximum possible
extent,the organization has to provide
them new skills for discharging their
functions effectively & efficiently

CONCPET
Training is an intentional act ,to guide
individuals learning with a view to bring about
desired change in their behavior
Unguided learning proved to be costly,slow.Trial
& error learning can be fuitless in sophisticated
field like engineering,medicine.
Training assits the individulas in choosing
utilising and evaluating their experiences.

TRAINING CONTEXT
Training and Development Pg.No. 1-7 -Dr P Janakiram

Training is a systematic process

through which an organizations
human resources gain knowledge
and develop skills by instruction and
practical activities that result in
improved corporate performance.
Training is a set of processes aimed
at continuously improving employee
and organizational systems

CONCEPT
Employee training and development
activities are key tools corporations can
utilize to gain the proper combination of skills
and motivation needed to be competitive.
These tools help organizations be flexible and
adapt to changing environments.
When the terms training and development
are used, they represent three different types
of activities: 1) Orientation, 2) Training, and
3) Development.

CONCEPT
Training refers to a planned effort by a
company to facilitate employees
learning of job-related competencies.
The goal of training is for employees to
master the knowledge, skill, and behaviors
emphasized in training programs, and
apply them to their day-to-day activities

DIFFERENCE
Training is short term, task oriented and
targeted on achieving a change of attitude,
skills and knowledge in a specific area. It is
usually job related.Specific Skill learning
practice based & job oriented.
Education is a lifetime investment. It tends to
be initiated by a person in the area of his/her
interest.wider in scope & general in purpose.
Development is a long term investment in
human resources.

Opportunities for the

Millennium
Demographics Shifts occur because:
Aging of the population
Companies face a severe shortage of skilled
employee

Increased diversity of ethnic and cultural

makeup
Differing values of new generations of
employees
New work systems must be adopted to allow
employees to work outside company walls

Opportunities for the

Millennium
Knowledge Workers:
The 21st century will see the value of products
and services determined more by the
knowledge of the workforce and less by
physical labor

Quality:
High quality products and services are
necessary just to stay in business
Example: ISO 9000

ASK CONCEPT OF TRAINING

If we follow the GAP concept, training is

simply a means to use activities to fill the
gaps of performance between the actual
results and the expected results.
This GAP can be separated into 3 main
themes
1.Attitude
2.Skills
3.Knowledge

CONCEPT
KSAs: Knowledge, Skill, & Attitude
Knowledge the facts people learn &
learn

the strategies they

for using those facts

Declarative storing factual information

Procedural applying facts already learned
Strategic using declarative & procedural
knowledge to plan goal directing
activity

CONCEPT
KSAs: Knowledge, Skill, & Attitude
Skill - the capacities needed to perform a set
of tasks that are developed as a result
of training & experience
Compilation- when a person just learns a
specific skill

Automaticity - when a person is able to

perform a skill without

thinking about what they
are doing

CONCEPT
KSAs: Knowledge, Skill, & Attitude
Attitude employees belief &
opinion
that support or
inhibit behavior
Attitude directly affects
Motivation

Competencies
A broad grouping of knowledge,
skills, & attitudes that enable a
person to be successful at a number
of similar tasks
- KSAs are the foundation of
competencies
- Example: Carpenter

Training as a Subsystem
within the Organizational
System
TRAININGS ORGANIZATIONAL
ENVIRONMENT
Mission
Finances

Strategy
Resources

Structure
People

Policies
Products

Procedures
Technology

TRAINING SUBSYSTEM
INPUT
Organizational Needs
Employee Needs
Budget
Equipment
Staff

PROCESS

OUTPUT

Analysis
Design
Development
Implementation
Evaluation

Knowledge
Skills
Attitudes
Motivation
Job Performance

STEPS OF TRAINING
PROCESS
1.
2.
3.
4.
5.
6.
7.
8.
9.

Assessing training needs

Preparing training plan
Specifying training objectives
Designing the training program(s)
Selecting the instructional methods
Completing the training plan
Implementing the training program
Evaluating the training
Planning future training

TRAINING PROCESS MODEL

Needs Analysis determination of
organizations needs
Design Phase identifying the factors needed
in the training program
Development formulating an instructional
strategy
Implementation conducting the training
Evaluation judge the quality of the training